Enter Company Data
Average annual salary/compensation
Number of employees in your organization
Average tax & benefit cost
(% of salary - if unknown estimate 25%)
Turnover rate (Percentage - enter as a whole number)
Average number of weeks to fill a job opening
Average number of candidates evaluated per hire
Enter Training Costs
Number of hours of training per new hire
Trainer Cost/Hour
Additional program and training expenses per trainee
Hiring Costs
Recruitment Costs (recruiters, ads, job boards) per hire
Signing Bonuses & miscellaneous expenses per hire
Organization's annual revenues
Organization's annual profit
Number of Replacement Hires
Calculated Number of Replacement Hires
Separation Costs
Includes time for Exit interviewer and employee, administrative time, separation pay, and adjustments to unemployment tax
Interviewer/Specialist time - Exit interviews
Employee time - Exit interviews
Associated administrative expenses
Separation pay ( assume 1 week on average)
Unemployment Tax increase
Total Separation Costs
Hiring Costs
Includes administrative, interviewing, and management discussion time, background checks, recruiting, and other costs
Preparatory administrative time
Interviewing time (2 1/2 hours/candidate)
Background Check Expenses
Management discussion/decision-making time
Post-hire administrative time
Total Hiring Costs
Training Costs
Includes training time and program expenses
Total Training Costs
Diminished Productivity Costs
Factors in inefficiencies while new employee climbs the learning curve.
Number of months until new hires reach full productivity. Select Appropriate Learning Curve:
Fast Ramp-up: Five months or less
Moderate Development: Six to eleven months
Lengthy Development: Twelve months or more
Total Productivity Costs
Summary of Costs
Total Turnover Costs
Costs Per Hire
Turnover Costs:Revenues (percentage)
Turnover Costs:Profit (percentage)
Savings Associated with a 10% Turnover Reduction